Confirmation of the principle of the rule of law in the field of public and administrative relations.

Abstract

The article justifies the introduction of digitalization into the human resources policy of the public administration system, including an analysis of global trends in the introduction of digitalization into the human resources policy of the public administration system, and identifies the possibilities of applying artificial intelligence in the human resources policy of the public administration system. An important mechanism for reforming human resources policy in the field of public administration is the digitalization of organizational structures of human resources management. Digitalization of organizational structures of management sets a new trend, the so-called Digital HR - digital human resources management of the public administration system. The analysis conducted gives grounds to note that a progressive form of human resources management in the public administration system is the introduction of digitalization, in particular online platforms. These online platforms will work as individual electronic cabinets of professional achievements of employees. This will provide an opportunity to transparently approach personnel evaluation, employee remuneration, delegation and distribution of powers and responsibilities, etc. In addition, such online platforms will provide an opportunity to automate the activities of personnel management in state authorities. These changes require amendments not only to the Law of Ukraine "On Civil Service", but also the adoption of relevant subordinate regulatory legal documents regarding the activities of personnel departments in public authorities.
The study separately analyzes the issue of introducing artificial intelligence into the personnel management system of public authorities. Artificial intelligence in the personnel management system of public authorities will provide an opportunity to quickly resolve personnel selection issues, test the positive and negative traits of the candidate, collect all the information available on the candidate in the Internet system, including analyzing his own social networks and providing recommendations regarding his employment opportunities in the public administration system.
The introduction of artificial intelligence into the personnel management system of the public administration system requires the improvement of not only the mechanisms of public servants’ activities, but also additional knowledge and competencies. Therefore, today there is a problem of training and development of innovative competencies of public servants.